2017 Employee Benefit Summary
for University Staff Employees
(Expectation of Continued Employment,
Project & Temporary)
Rev 12/2016
Table of Contents
Your Needs. Your Benefits.
Enrollment Deadlines, Effective Date The UW System offers a comprehensive benefits package to meet the
diverse needs of our employees. The UW System contributes towards the
and Dependent Coverage ------------ 2
cost of several benefit plans, which is a valuable piece of your total
Wisconsin Retirement System ------ 3
compensation. It is only through the understanding of your available
benefits options that you are able to get the most out of your benefit
Health Insurance ------------------- 4 - 6
programs.
Thirty Days!
Health Savings Account--------------- 7
Retiree Health Ins Credit Program -- 7
Flexible Spending Accounts ---------- 8
Parking and Transit --------------------- 8
Career-Related Education Reim ------ 8
Uniform Dental --------------------------- 9
Optional Dental and Vision ---------- 10
Life Insurance ----------------------------11
Enrollment Deadlines and Effective Date Don’t miss your opportunity to
Most benefit plans have a 30-day enrollment enroll. Most benefit plans have
a 30 day enrollment period!!
period from your benefit eligibility date,
which is usually your hire date.
You will complete your enrollments using the
online benefit enrollment system, called Self
Service (eBenefits). If you have prior State
service, you may need to enroll using paper applications. Please contact your
human resources office to determine if you will be able to enroll online.
LifeSuite ----------------------------------- 12
Most benefits are effective on the first of the month on or following your
benefit eligibility date if your elections are received within 30 days of your
eligibility date by your human resources office. Contact your human
resources office for an Enrollment Deadline Worksheet.
Retirement Savings -------------------- 13
Dependent Coverage
Payroll Information -------------------- 13
Your spouse or domestic partner and children are eligible for all benefit plans
that offer coverage to dependents.
Income Continuation Insurance ---- 12
Long Term Care Insurance ------------ 12
Paid Leave -------------------------------- 14
About This Summary
This benefit summary is a high-level
overview of UW System employee
benefits and are not intended to be a
complete description of coverage. For
more detailed information, forms and
guides/brochures please visit the UW
System website at https://
www.wisconsin.edu/ohrwd/benefits.
Every effort has been made to ensure
the information in this benefit summary
is true and accurate. If there is any
discrepancy between this summary and
the official plan documents, the
language in the official documents shall
be considered accurate.
If you have a domestic partner, you must complete an Affidavit of Domestic
Partnership before you can cover your domestic partner and their children.
Due to IRS regulations, there may be state and federal tax consequences if
you cover a domestic partner and partner’s children on your health
insurance.
MyUW Portal
Payroll, benefit, paid leave, personal information and Self Service
(eBenefits) access are all found at the MyUW portal (https://
my.wisconsin.edu). UW-Madison employees go to https://my.wisc.edu.
LIFE EVENTS
During the course of your employment, you may have life events such as
marriage, domestic partnership, birth or adoption, employment changes
or termination of employment. You generally have 30 days from a life
event to make changes to your benefits. You should contact your human
resources office as soon as a life event occurs.
2
Wisconsin Retirement System (WRS)
Core vs. Variable Fund
The Wisconsin Retirement System provides retirement
(pension) benefits to UW System employees and to most
public employees across the state of Wisconsin. If you are
eligible for the WRS, coverage is mandatory and you will be
enrolled automatically. The WRS is administered by the
Department of Employee Trust Funds (ETF) and investments
are managed by the State of Wisconsin Investment Board
(SWIB).
If you do nothing, your WRS contributions will be invested
in the Core Fund - a balanced fund that is fully diversified
and has a mixture of holdings (stocks, bonds, real estate,
etc.). You may also elect to have 50% of your contributions
invested in the Variable Fund - a fund invested solely in
stocks. You must complete a Variable Election form if you
want to invest in the Variable Fund.
Retirement
Eligibility
At retirement, your monthly annuity will be based on a
If you do not meet the eligibility requirements below when calculation using your years of service and your three
you are first hired, you will be covered under the WRS once highest years of earnings or the cash value of your account,
whichever is greater.
you meet the requirements or are expected to meet the
requirements.
You may retire with full benefits:
You are eligible for the WRS if you are expected to work at
least 1,200 hours (58% appointment) and one year.

General/Teacher WRS Category - Age 65 or at age 57 if
you have 30 years of service
 Protective WRS Category - Age 54 or at age 53 if you
If you first became a WRS participating employee prior to
have over 25 years of service
July 1, 2011, you are eligible for the WRS if you are expected
to work both at least 600 hours (29% appointment) and one  Executive WRS Category - Age 62
year.
You may retire at age 55 (age 50 for Protective WRS
Vesting
Category) with reduced benefits.
If you were first covered by the WRS on or after July 1,
2011, you are fully vested once you have five years of WRS
creditable service.
Termination of Employment
If you terminate employment before minimum retirement
age or before you are vested, you may take a separation
benefit. A separation benefit includes your employee
contributions and interest on those contributions. If you
take a separation benefit, the employer contributions and
your years of service are forfeited.
If you had WRS service prior to July 1, 2011, you are
immediately vested.
Contributions
Employees are required to contribute 6.8% of their salary to
their WRS account. The UW System will also contribute
6.8% of your salary to your WRS account. WRS
contributions are subject to IRS limits - both you and the
UW System pay WRS contributions on the first $270,000 in
earnings.
If you are vested and leave employment before minimum
retirement age, you may take a separation benefit or leave
your money in your WRS account and take a retirement
benefit when you are minimum retirement age.
Other Benefits
The UW System also contributes 1.2% of your salary to fund The Wisconsin Retirement System also provides benefits in
the Retiree Health Insurance Credit program (described in
the event of your death or disability.
more detail on page 7).
Contributions are taken on a pre-tax basis for federal and
state income tax purposes. Contribution rates are set on an
annual basis by the Department of Employee Trust Funds.
3
State Group Health Insurance
The State Group Health Insurance program offers four plan designs to choose from. Two plan designs, Health Plan
and High Deductible Health Plan (HDHP), offer health plans (insurance carriers) that provide coverage mainly in
Wisconsin (some offer coverage in surrounding states) and two plan designs (Access and Access HDHP) that provide
nationwide coverage through WPS Health Insurance. All plan designs offer hospital, surgical, medical and prescription
coverage. Uniform Dental coverage may be added on for a minimal cost (described in more detail on page 9).
The State Group Health Insurance program is administered by the Department of Employee Trust Funds (ETF).
You are eligible for State Group Health Insurance if you are eligible for the Wisconsin Retirement System (WRS). You
may enroll your spouse, domestic partner and any eligible children. Note: The HDHP and Access HDHP plan designs
have additional eligibility requirements.

You are eligible for the employer contribution towards your health insurance premium once you have 2 months
of WRS service as a State/UW employee. Coverage is effective on the first of the month on or following the
completion of 2 months of WRS service.

You may elect to have your coverage effective before you are eligible for the employer contribution towards the
premium but you will pay the total premium until you have 2 months of WRS State service.

You may be eligible to receive up to a $2,000 Opt-Out Incentive from the UW if you decline State Group Health
Insurance coverage for 2017 and submit a paper application to opt out. See Eligibility Requirements for more
information.

Coverage


All health insurance options have an annual deductible, but
the HDHP and Access HDHP plan designs have higher annual
deductibles. In return, these plan designs offer lower

monthly premiums than their non-HDHP counterparts
(Health Plan and Access Plan). See Comparison of Medical
Benefits for more details.

Once the deductible is met, you will typically pay 10%
coinsurance or office visit copays for non-preventive
services that are incurred in-network. (Federally mandated
preventive services are paid at 100% under all health plans.)
Pharmacy benefits are included at no additional cost. After
the deductible is met, you will be required to pay a copay or
coinsurance when you buy prescription drugs based on the
level of the drug.
Uniform Dental coverage may be added on for a minimal
cost.
The HDHP and Access HDHP plans are paired with a Health
Savings Account (HSA), a pre-tax savings account that can be
used to pay for current and future qualified medical, dental,
prescription and vision expenses.
Where Do I Start?
Decision Point
Do you want to enroll for health insurance?
Take a survey to find out if it is a good plan for you.
Considerations
If you decline State Group Health Insurance coverage and are not covered as
a dependent under a State of Wisconsin Health Insurance program (such as
through a spouse or parent’s plan), you may be eligible for an annual OptOut Incentive of up to $2,000.
The HDHP plan options offer lower employee premiums but have higher
annual deductibles and out-of-pocket limits. You must also open an HSA.
With an HDHP, you must pay the full deductible before the plan pays anything (except preventive care).
Will you need to access providers nationwide? Emergency care is covered out-of-area.
If yes, consider electing the Access Plan or Access HDHP. These plan designs
have higher employee premiums but offer a nationwide PPO network.
Do you want basic dental coverage (Uniform Dental)
included with your health insurance?
You have the option of electing participation in a health insurance plan with
or without Uniform Dental included. If electing Uniform Dental coverage,
monthly premium will be slightly higher.
You must complete a paper health insurance application
even if you choose to opt out.
Do you want to enroll for a High Deductible Health Plan
(HDHP)?
4
State Group Health Insurance
2017 Monthly Employee Premium
Health Plan Design
Health Plan
Most
popular
HDHP Plan Design
Single
Family
Single
Family
$88
$219
$33
$82
$85
$211
$30
$74
$138
$347
$83
$210
$135
$339
$80
$202
$266
$664
$211
$527
$263
$656
$208
$519
Tier 1:
All Health Plans with Uniform Dental
(except Access Plan)
Tier 1:
All Health Plans w/o Uniform Dental
(except Access Plan)
Tier 2:
Access Plan with Uniform Dental
(if required to work out of state only)
Tier 2:
Access Plan w/o Uniform Dental
(if required to work out of state only)
Tier 3:
Access Plan with Uniform Dental
Tier 3:
Access Plan w/o Uniform Dental
Employees working below 50% time must pay 50% of the entire premium for their health plan.
Full 2017 rates with dental and without dental.
As a UW System employee, you receive
an excellent compensation package. The
three largest components include a competitive salary, comprehensive health
coverage and an employer contribution
towards your retirement account. To calculate the value of your estimated total
compensation, please use the Total Compensation Calculator.
5
Summary of Health Insurance Benefits
When health services are received, you pay a deductible. After the deductible is met, you will usually pay either a copay or 10% of the charges
(called coinsurance). If you meet your annual Out-of-Pocket Limit (OOPL), most covered services are paid in full by your health plan for the rest
of the calendar year. This chart reflects in-network coverage. See the Comparison of Medical Benefits to compare all four plan designs.
Benefit
Health Plans
High Deductible Health Plan (HDHP) Plan Design
$250/individual $500/family
$1,500/single $3,000/family
Primary Care Provider Office Visit
$15 copay per visit (doesn’t apply to deductible)
After deductible: $15 copay per visit
Specialty Care Provider Office Visit
$25 copay per visit (doesn’t apply to deductible)
After deductible: $25 copay per visit
After deductible: 10%
After deductible: 10%
$1,250/individual $2,500/family
$2,500/single $5,000/family
You pay nothing
You pay nothing
You pay 10%
After deductible: You pay 10%
$25 copay
After deductible: $25 copay
You pay 10%
After deductible: You pay 10%
$75 copay4 per visit and you pay 10%
$75 copay4 per visit and you pay 10%
Ambulance
You pay 10%
After deductible: You pay 10%
Mental Health/Alcohol & Drug Abuse
You pay 10%
After deductible: You pay 10%
You pay 10%
Up to 50 visits/year, plan may approve additional 50
After deductible: You pay 10%
Up to 50 visits/year, plan may approve additional 50
$1,000 Annual Benefit Max (per person)
Preventive & Restorative covered at 100%
Periodontal & Adjunctive covered at 80%
Child Orthodontics covered at 50% up to
$1,500 lifetime max
$1,000 Annual Benefit Max (per person)
Preventive & Restorative covered at 100%
Periodontal & Adjunctive covered at 80%
Child Orthodontics covered at 50% up to
$1,500 lifetime max
Level 1 - $5
Level 2 - 20% ($50 max)
Level 3 - 40% ($150 max) 5
After deductible is met:
Level 1 - $5
Level 2 - 20% ($50 max)
Level 3 - 40% ($150 max)
Level 4 - Preferred: $50 if filled at a specialty
pharmacy
Non-preferred: 40% ($200 max)
After deductible is met:
Level 4—Preferred: $50 if filled at a
specialty pharmacy
Non-preferred: 40% ($200 max)
Annual Deductible1
Coinsurance2
Annual Out-of-Pocket Limit (OOPL)3
Routine Preventive
Hearing Exam
Well Vision Exam
Hospital Days (no limit if medically
necessary)
Emergency Room
Physical/Speech/Occupational Therapy
Uniform Dental Benefits
In-Network Benefits—if elected
Prescription Drug Copays
(30 day supply)4
Specialty Drug Copays
(30 day supply) 4
Prescription Annual Out-of-Pocket
Limit (OOPL)3
1
2
3
4
5
Level 1 & 2 - $600/individual, $1,200/family
Level 3 - Federal Max
Prescription costs count towards the OOPL listed above.
Level 4 - $1,200/individual, $2,400/family
Annual Deductible - Amount you must pay out-of-pocket before your health plan will begin paying claims. Your deductible counts towards your
annual OOPL. Family deductibles for HDHP plans are not embedded and an individual will continue to pay until the family deductible is met.
Coinsurance - Percentage you must pay of the cost of the covered service.
Out-of-Pocket Limit (OOPL)- The most you will pay out–of-pocket for covered costs in one year. Once OOPL is met, you are covered at 100%.
Note: Family OOPLs for HDHP plans are not embedded and an individual will continue to pay until the family OOPL is met.
Copay - Set amount you must pay upfront for each service or prescription.
Does not apply to OOPL. Federal max applies.
6
Health Savings Account (HSA)
A Health Savings Account (HSA) is a pre-tax* savings account available only to employees who enroll in the High Deductible
Health Plan (HDHP) or Access HDHP plan designs. The HSA can be used to help pay for current and future qualified medical,
dental, prescription and vision expenses that aren’t covered by your insurance. The UW System will provide an employer
contribution to your HSA.
NOTE: You are required to enroll in the HSA if you enroll in the HDHP or Access HDHP plan designs.
*University Staff Temporary employees make contributions to an HSA on a post-tax basis.
In order to enroll in the HSA, you must be eligible for and enroll in the HDHP and you:

Must be covered only by an HSA-qualified health plan. The HDHP and Access HDHP health plans are HSA-qualified.
Other health coverage, such as Medicare, TRICARE or other traditional health plans will disqualify you; and

Cannot have a general purpose Health Care Flexible Spending Account, including through a spouse; and

Cannot be claimed as a dependent on someone else’s tax return (other than your spouse)
It is the employee’s responsibility to maintain eligibility in the HSA. Tax consequences may apply if eligibility is not maintained
while contributions are made to the HSA. If you have questions related to this, please consult your tax advisor.
HSA Features:

Once contributions are made to the HSA, they belong to you. The money rolls over every year, accumulates over
time, and at termination or retirement, you keep the HSA.

Anyone may contribute to your HSA on a post-tax basis.

Eligible expenses can be incurred by you, your spouse and your qualifying child or relative.

At age 65, you can use your account to pay for things other than medical expenses. If used for other expenses, the
amount withdrawn will be taxable as income but will not be subject to any other penalties. Individuals under age 65
who use their accounts for non-qualified medical expenses must pay income tax and a 20% penalty on the nonqualified withdrawal.
Annual Contribution Information for HSA
HDHP/Access HDHP Enrollment
Employer Contribution
(If coverage effective January 1st)
2017 Limit (from all sources, including
employer contribution)
Single
Up to $750/year
$3,400*
Family
Up to $1,500/year
$6,750*
*If you are 55+ years of age, you may contribute an additional $1,000 “catch-up” per year to your HSA.
*Limit is prorated if your start date is after January 1. See Maximum HSA Contributions for Mid-Year Hires for more info.
Retiree Health Insurance Credit Program
Upon retirement, layoff or termination with 20+ years of WRS service, you are eligible
to convert your unused sick leave hours into a dollar amount to pay your State Group
Health Insurance premiums. Your unused sick leave balance is multiplied by your
highest hourly rate of pay and is converted to tax-free credits that are used to pay for
your State Group Health Insurance premiums.
If you have 15 or more years of continuous service when you convert your sick leave credits, you may be eligible
for supplemental sick leave credits.
In the event of your death, any survivors listed on your health insurance coverage will be able to use your sick
leave credits to help pay for coverage under the State Group Health insurance plan.
7
Employee Reimbursement Accounts (ERA)
The Employee Reimbursement Account (ERA) program
offers eligible employees the opportunity to pay certain
health care, dependent day care, parking and transit
expenses with tax-free dollars. Within the ERA program,
there are five (5) different account types: Health Care
Flexible Spending Account (FSA), Limited Purpose FSA,
Dependent Day Care FSA, Parking and
Transit Accounts.
and post-deductible expenses that are not covered by
insurance. These expenses can be incurred by you, your
spouse and your qualifying child or relative.
Dependent Day Care FSA is used to pay for eligible
dependent care expenses such as after school care, babysitting fees, adult or child daycare and preschool. Eligible
dependents include your qualifying
child, spouse and/or relative.
2017 ERA Maximum
You decide how much to set aside and
Parking and/or Transit
Contribution Limits (Pre-tax)
that amount is deducted from each
Health Care & Limited Purpose FSA TASC also offers a Parking and/or
paycheck before Federal, State and
Transit FSA that allows you to pay for
 $2,550
FICA taxes are calculated so you save
transportation or parking costs on a pre
Dependent Day Care FSA
money on taxes. The ERA program is
-tax basis. The Transit pre-tax limit is
 $2,500 - $5,000
administered by TASC.
$130/mo State and $255/mo Federal.
(varies by tax filing status)
University Staff permanent and project
The Parking pre-tax limit is $255/mo.
Parking
employees are eligible for all ERA
The UW System deducts parking costs
accounts. University Staff Temporary
 $255/mo
on a pre-tax basis. If you purchase
employees are only eligible for the
parking through the UW, you already
Transit
Parking and/or Transit accounts.
receive this pre-tax benefit.
 Maximum$130/mo State and
You may only change your annual
Plan Year and Rollover
$255/mo Federal
election amount during the year if you
The plan year for all FSAs is January 1 have a Life Event (e.g. marriage,
December 31st. If there is any remaining money in your
divorce, birth, leave of absence). Contact your human
Health Care or Limited Purpose FSA account on December
resources office within 30 days of any event that may be
31st, up to $500 will carry over to the new plan year.
considered a Life Event.
Anything over $500 will be lost. There is no carryover for
A Health Care FSA is used to pay for eligible medical,
the Dependent Day Care FSA.
dental, vision and prescription expenses that aren’t
Claims Deadline
covered by your insurance. These expenses can be
incurred by you, your spouse and your qualifying child or The claims deadline is 90 days from the end of the plan
relative. You are NOT eligible for a Healthcare FSA if you
year. This is called the run-out period. All claims for the
are enrolled in a High Deductible Health Plan. (HDHP). See 2017 plan year must be submitted to TASC by March 31,
Limited Purpose FSA.
2018.
A Limited Purpose FSA is only available for employees
who enroll in the HDHP/Access HDHP and Health Savings
Account. It is used to use to pay for eligible dental, vision
You must re-enroll in the ERA each year you wish to
participate. Your annual enrollment will not carry
over from year to year.
Career-Related Education Reimbursement
Employees with a half time or greater appointment are eligible to be reimbursed for up to 100% of the cost of
one course (up to 5 credits) per semester at any state accredited public or private higher educational
institution. Coursework at a UW System institution is encouraged. Employees must receive prior authorization
from their supervisor. Approval will rely on the potential for the employee’s increase in knowledge and skills
and availability of department funding. University Staff Temporary Employees are not eligible.
8
Uniform Dental Benefits
To ensure that all members receive the same basic level of dental coverage through their health insurance, all
health plans offer the same dental coverage. This is called Uniform Dental and is administered by Delta Dental
of Wisconsin. You may use providers in the Delta Dental Premier or PPO networks.
Uniform Dental is available as an add-on to your State Group Health Insurance plan for a minimal cost. When
you elect health insurance, you will select a health plan with or without Uniform Dental. Uniform Dental provides coverage for diagnostic, preventive and restorative services (such as fillings). It does not include coverage for major dental services, such as crowns, root canals or implants.
Summary of Uniform Dental Benefits
Key Plan Provisions
Benefit
Coverage
Deductible
$0
Covered Services
Annual Benefit Maximum
$1,000
(per person)
Cleanings
Diagnostic/Preventive
100%
Routine Evaluations
X-rays
Fluoride Treatment
Restorative
100%
Periodontal
80%
Adjunctive Services
80%
Orthodontia
50%
(Children under 19)
Ortho Lifetime Maximum
(per child)
$1,500
9
Fillings
Periodontal
(Maintenance Only)
Local Anesthesia
Dental and Vision Plans
The UW System offers supplemental dental and vision plans that provide coverage beyond the coverage available
through your State Group Health plan, even if you elect Uniform Dental. You are eligible for the dental and vision
plans below if you are eligible for State Group Health Insurance. You can elect more than one supplemental dental
or vision plan. Once enrolled, you must remain enrolled for the entire calendar year.
Dental Wisconsin is a supplemental
dental insurance plan that offers
comprehensive dental coverage.
There are two benefit plans you can
choose to enroll in: the PPO Plan or
the Select Plan. Dental Wisconsin is
administered by EPIC Specialty
Benefits.
Dental Wisconsin coverage includes:





Annual benefit maximum of
$1,000/person
Annual cleanings and x-rays (PPO
plan only)
Fillings, crowns, implants, bridges,
etc. (3 month waiting period)*
Orthodontia, if under 19, with a
lifetime max of $1,000/person (12
month waiting period)*
Davis Vision Discount Program
EPIC Benefits+ offers supplemental
dental and vision coverage, a hospital/
surgery benefit and an accidental
death and dismemberment benefit.
EPIC Benefits+ is administered by EPIC
Specialty Benefits.
EPIC Benefits+ coverage includes:






*Unless you have prior comparable dental 
coverage
Would you like to see the
differences between Uniform
Dental Benefits, Dental Wisconsin
PPO, Dental Wisconsin Select and
EPIC Benefits+ dental coverage?
See the Dental Comparison Chart!
Annual benefit maximum of
$1,500/person
Fillings, crowns, implants, bridges,
etc.
Orthodontia, if under 19, with a
lifetime max of $1,200/person (12
month waiting period)
Hospital confinement and
outpatient surgery benefit
Accidental Death and
Dismemberment coverage up to
$15,000
Davis Vision Discount Program
Optional Vision Insurance for
additional premium including
coverage for:
 $130 frame allowance every
other year after copay, lenses
every year after $25 copay
OR
 Up to 8 boxes of contact
lenses per year
 Additional coverage and
discounts on materials not
covered under the policy
VSP Vision Insurance is a
supplemental vision insurance plan
that provides coverage to help offset
the costs of an annual eye exam,
prescription glasses, and contact
lenses. VSP Vision is administered by
VSP.
VSP In-Network coverage includes:




One vision exam per year after
$15 copay
Coverage for glasses or contact
lenses each year
 $130 frame allowance every
other year after $25 copay,
lenses every year after $25
copay
 $130 contact lens allowance
per year
Discounts on additional glasses,
laser vision correction and some
services/materials not covered
under the policy.
KidsCare Program - allows two
exams per year, impact resistant
lenses, lenses replaced as needed,
frames replaced annually with $25
copay.
EPIC Benefits+ Vision package and VSP
Vision offer slightly different benefits.
See the Vision Comparison Chart!
Monthly Premium
Employee
Employee +
Spouse/DP
Employee +
Child(ren)
Family
Dental WI Select
$20.52
$42.18
$48.68
$71.58
Dental WI PPO
$24.60
$52.08
$58.22
$88.02
EPIC Benefits+ Without Vision
$21.56
$43.12
$43.12
$64.68
EPIC Benefits+ With Vision
$25.60
$50.24
$50.24
$75.16
VSP
$6.54
$13.08
$14.73
$23.54
10
Life Insurance Plans
State Group Life Insurance (SGL)
State Group Life Insurance offers term life insurance, with
coverage levels of up to five times your annual salary.
There is also an option to cover your spouse or domestic
partner up to $20,000 and your children up to $10,000.
SGL is the only life insurance plan that is offered to all State
of Wisconsin employees. SGL will also continue into
retirement at the group policy rates. Basic plan coverage
will continue in a reduced amount for your lifetime,
without cost, for eligible retirees older than 65.
You must be covered under the Wisconsin Retirement
System and be under age 70 when you first enroll to be
eligible for this plan.
Accidental Death and Dismemberment Insurance
(AD&D)
The AD&D Insurance plan offers accidental death and
dismemberment insurance for employees and their spouse
or domestic partner and eligible children. You may select
Employee Only or Family coverage. This plan includes
Zurich Travel Assist coverage and several benefits to
support you and
your family after a covered loss. AD&D offers continuation
of coverage at retirement at the group policy rate. You
may enroll in this plan at any time.
Prepare. Decide. Act.
You may enroll in coverage or increase coverage by one
level of employee coverage when you have a new
dependent due to a Life Event (ex. birth, marriage,
domestic partnership).
You may enroll in as many life insurance
plans as you like. When you are first eligible
for life insurance, coverage is guaranteed
without medical proof of good health. If you
miss your enrollment opportunity at hire,
you will have limited opportunities to enroll
in the future and you may be required to
provide proof of good health.
Individual and Family Group Life Insurance
The Individual and Family Group Life Insurance plan offers
term life insurance for employees and their spouse or
domestic partner and eligible children. You are eligible for
this life insurance plan if you are eligible for State Group
Health Insurance.
Why Life Insurance Matters
An employee may initially select up to $20,000 of
employee coverage, $10,000 of spouse or domestic
partner coverage, and $5,000 of child coverage. During
each Annual Increase Option period you can increase your
coverage levels by amounts ranging from $5,000-$20,000.
Coverage maximums are $300,000 for employee coverage,
$150,000 for your spouse or domestic partner and $25,000
for eligible children.
Life insurance is a way to provide for your
family after you’re gone. Whether you are
single and in your 20’s, married with kids or
are heading into retirement, life insurance
can be a way to know your family’s future
finances are secure. Life insurance can
provide your family with the money needed
to pay off any debt you may have, cover final
financial expenses associated with funerals,
cover daycare or college expenses and help
ensure future financial stability. See the Life
Insurance Needs Calculator for more
information.
UW Employees, Inc. Life Insurance
UW Employees, Inc. Life Insurance plan offers decreasing
term life insurance for employees only. Coverage is based
on age and ranges from $33,000-$7,000. You are eligible
for this life insurance plan if you are eligible for State
Group Health Insurance.
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Other Insurance Options
Income Continuation Insurance (ICI)
Income Continuation Insurance is disability/income
ICI has two different levels of coverage:
replacement insurance that will provide you with up to 75%
 Standard ICI covers the first $64,000 of earnings. You
of your monthly salary (based on a maximum salary of
may enroll in the Standard ICI coverage if your annual
$120,000/year) if you become ill or disabled and are unable
salary is $64,000 or less.
to work. The ICI plan is administered by the Department of
 Supplemental ICI covers earnings between $64,001
Employee Trust Funds (ETF) and claims are processed by
and $120,000. You will only be given an opportunity to
Aetna.
enroll in the Supplemental ICI coverage if your annual
You must be covered under the Wisconsin Retirement
salary is $64,001 or more.
System and be under age 70 to be eligible for this plan. You
have 30 days from your date of hire to enroll. Coverage will Your premium will be based on your monthly salary and
be effective the 1st of the month on or following your date your sick leave balance. The more sick leave hours you
have, the lower your premium will be. Premiums are
of hire.
reviewed annually.
If you file an ICI claim, benefits will be payable after you
meet a 30 day waiting period and/or until you exhaust all of
your sick leave (up to 1040 hours), whichever is longer.
Long Term Care Insurance
Long-term care insurance (LTCi) provides financial protection for the costs of long-term care. It covers services that are
typically not covered by health insurance but are vital, such as walking, eating, bathing, etc. Coverage includes care in
non-institutional settings, such as assisted living, adult day care, and in-home care. You may apply directly to the vendor at any time.
LifeSuite Program
The LifeSuite Program offers travel assistance, legal services, beneficiary financial counseling and legacy planning
services. You do not have to enroll in this program, it is offered free of charge.
Travel Assistance is available to all active State of
Wisconsin employees, spouse or domestic partner and
their eligible dependents. Travel Assistance provides
24/7/365 travel assistance services when traveling 100 or
more miles away from home. Services include, but are not
limited to, medical professional locator services,
interpretation services, assistance in cases of lost luggage
and arranging transportation for a traveling companion.
Beneficiary Financial Counseling is available to
beneficiaries who receive at least $25,000 in State Group
Life claim benefits. Counseling resources are designed to
help families make sound financial decisions at a difficult
time. Beneficiaries will receive notification of this service
upon payment of a claim.
Legal Services are available to all State of Wisconsin
employees (active or retired), along with their spouse or
domestic partner and eligible dependents. The program
provides access to over 22,000 attorneys nationwide for
consultation on simple wills, estate planning and other
legal issues. If an attorney is retained, there is a 25%
discount on services.
Legacy Planning Services are available to all State of
Wisconsin employees (active or retired), along with their
spouse or domestic partner and eligible dependents. The
program provides access to online information designed to
help individuals and families work through end-of-life
issues when dealing with the loss of a loved one or
planning for their own passing.
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Retirement Savings Programs
All University Staff employees are eligible for both of these plans and can enroll, change or cancel at any time. Enroll
with the investment company of your choice and start saving today!
Tax-Sheltered Annuity 403(b) Program (TSA) Wisconsin Deferred Compensation 457
Program (WDC)
The UW Tax-Sheltered Annuity 403(b) Program is a
supplemental retirement savings program regulated by
Section 403(b) of the Internal Revenue Code and
administered by the University. Through the TSA Program
you can invest a portion of your income for retirement on
either a pre-tax basis, an after-tax basis (Roth) or a
combination of both. Participation in the UW TSA Plan is
voluntary. You make the entire contribution; there is no
employer match. You may participate for as little as $8 per
paycheck.
UW TSA 403(b) Program
investment options include a wide
array of mutual funds and fixed
and variable annuities managed by
five investment companies:

TIAA-CREF

Fidelity

T. Rowe Price

Ameriprise/RiverSource Life
Insurance

Lincoln National Life Insurance
The Wisconsin Deferred Compensation Program is a
supplemental retirement savings plan, regulated by
Section 457 of the Internal Revenue Code and
administered by the Department of Employee Trust Funds,
through a third-party administrator, Empower Retirement.
Through the WDC Program you can invest a portion of
your income for retirement on either a pre-tax basis, an
after-tax basis (Roth) or a combination of both.
Participation in the plan is voluntary. You make the entire
contribution; there is no employer
Contribution Limits and Fees
match. There is no minimum
TSA and WDC Annual Contribution Limits monthly contribution.
Under age 50: $18,000
Age 50 and over: $24,000
WDC offers 22 investment options:

6 Lifecycle Funds
You may contribute the annual maximum to 
both plans.

10 mutual funds
4 commingled trust options
Special catch-ups may be available. Contact  1 stable value option
your human resources office for more
 1 FDIC-insured bank option
information.
In addition, the WDC plan has a selfdirected brokerage account offered
TSA Annual Fee: None
by an independent brokerage firm
WDC Annual Fee: $0-$180 depending on
for knowledgeable investors.
the value of your account
All funds are no load, most funds
have lower-than-average
expenses, and many funds with
low-cost institutional share classes
are available. There are also many lifecycle and index fund
options to choose from.
Payroll Information
All employees, except most students, have FICA taxes
withheld from their paychecks.
Social Security: You and the UW each pay 6.2% on
covered compensation up to $127,200.
Medicare: You pay 1.45% on covered compensation up
to $200,000 and 2.35% on covered compensation
thereafter. The UW pays 1.45% on all covered
compensation (no limit).
University Staff employees are paid on a biweekly basis
and are paid every other Thursday for a prior two week
period.
The UW System payroll is processed by the UW Service
Center.
Refer to the Payroll Page for pay schedule and deduction
schedule.
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Paid Leave
University Staff permanent and project employees are eligible to earn leave. University Staff Temporary employees
are not eligible to earn leave. If you are less than 100% time, your leave hours will be pro-rated based on your
appointment percentage. Paid leave is allocated on a calendar year basis.
Annual Vacation Earning Schedule
Years of Service
Vacation Banking Schedule
FLSA Non-Exempt
FLSA Exempt
FLSA Non-Exempt
FLSA Exempt
First 5 Years
104
120
0
0
5-10 Years
144
160
0
40
10-15 Years
160
176
40
40
15-20 Years
184
200
40
80*
20-25 Years
200
216
80*
120*
25+ Years
216
216
120*
120*
Vacation
Cashing Out Vacation
* You will be also eligible
to cash out up to 40
hours of your banking
allowance. Cash outs
occur near the end of the
calendar year.
You will earn vacation based on your status under the Fair Labor Standards Act (FLSA) and your years of
service. Vacation can be used before it’s earned. Vacation will carry over for one calendar year and then it
will expire.
Bank Unused
Vacation
You will be eligible to bank unused vacation into your Banked Leave account once you meet your years of
service requirement (see the above table). Also, if you have at least 520 hours of sick leave, you will be
eligible to bank 40 hours of unused vacation into banked leave. Banked leave never expires and can be
accessed at any time.
Sick Leave
You will earn 5 hours of sick leave per paycheck (based on 80 hours paid) for a total of 130 hours per year.
Sick leave accumulates without limit and does not expire. It cannot be used before it’s earned.
Personal Holidays
You will be given 36 hours of personal holiday per calendar year. Personal holiday hours will expire at the
end of the year in which they are given. They do not carryover.
Legal Holidays
You will be paid for 9 legal holidays during the year: New Year’s Day, Martin Luther King Jr. Day, Memorial
Day, July 4th, Labor Day, Thanksgiving, Christmas Eve, Christmas Day and New Year’s Eve.
All employees who meet the eligibility requirements of 1,250 hours of state employment in preceding 12
Family Medical
months (FMLA) and/or 1,000 hours of state employment in the preceding year (WFMLA) are eligible for up
Leave (W/FMLA)
to 12 weeks of unpaid, job-protected leave each calendar year for specified family and medical reasons.
Military Leave
Jury Duty
Voting
All employees are eligible for job-protected leave for active duty or required field training. Eligible
employees will receive differential pay for up to 30 days per calendar year for duty or training lasting 3 days
or more. Eligible employees will also receive up to 4 years of differential pay and eligible benefits if on active
duty.
You will receive paid leave when summoned as a witness for the employer or impaneled as a jurist.
You will receive paid leave to vote if you cannot vote outside of work hours.
Bone Marrow and Employees who request to serve as a bone marrow or human organ donor are eligible for paid leave. If you
are a bone marrow donor, you may receive up to 5 work days off with pay. If you are a human organ donor,
Human Organ
you may receive up to 30 days off with pay.
Donation
Catastrophic
Leave Program
The Catastrophic Leave Program is available to help support employees who need to take an extended,
unpaid leave of absence from work due to illness or injury that incapacitates either the employee or the
employee’s immediate family member. The program allows employees to donate certain types of paid leave
to other employees granted an unpaid leave of absence due to a catastrophic need.
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